Recruitment tests: the complete guide to assess your candidates

Recruitment tests play a crucial role in the assessment of candidates, guaranteeing a choice based on objective data. Discover in this guide the types of exams available, their advantages, and how to integrate them into your recruitment process.

Why use recruitment tests?

This recruitment method, also called Assessment Center, makes it possible to assess the skills, skills, and personality traits of candidates. By providing an objective assessment, they allow recruiters to reduce casting errors to meet the needs of the position to be filled. These examinations are also a way to improve the candidate experience and effectively structure the recruitment process. Many companies use them to save time in their decision -making, while ensuring a fair assessment.

For example, a recruitment firm can include psychometric tests in its efforts to identify profiles adapted to demanding positions. As part of a massive recruitment, these tools allow to quickly filter hundreds of applicants.

What types of recruitment tests exist?

What are the different forms of testing?

Psychotechnical tests measure capacity such as logical reasoning, cognitive skills, or even digital skills. Personality tests analyze individual features to assess their adequacy with corporate culture. Finally, skills tests make it possible to validate the soft skills and the hard skills necessary for the coveted position. These tools are particularly useful for various sectors, such as technical professions, sale or even managerial functions.

The list of the best recruitment assessments

Among the most used in an assessment center, we find:

• The MBTI test: Recognized worldwide, it helps to identify the personality traits of candidates based on preferences such as introversion or extraversion, logical thinking or intuition. For example, an MBTI profile oriented "thought and judgment" can be ideal for work requiring analytical skills.
• Big Five: This tool assesses five fundamental dimensions of personality, openness, professional conscience, extraversion, adventability and neuroticism, ie Ocean. Recruiters can use it for positions requiring strong leadership or a large adaptability.
• Logical reasoning tests: like Raven's matrices, these multiple choice questionnaires measure the capacity of candidates to solve problems and to think quickly. They are particularly useful in sectors where data analysis and rapid decision -making are essential.
• Professional situations: a sort of role play, they immerse candidates in real scenarios linked to their future employment. For example, a candidate for a manager position can be invited to manage a fictitious team conflict to demonstrate his soft skills in problem solving and communication.
• Digital memory and reasoning tests: they assess specific cognitive capacities such as information retention or rapid calculation resolution, suitable for technical or analytical positions.
• The SOSIE test: He analyzes the personality traits and the candidate's values, often used for roles where cultural alignment is crucial.

These tools offer a global vision of candidates, by allowing recruiters to have a balanced approach between technical skills and soft skills. By combining different tests, it is possible to obtain reliable results and optimize your recruitment process, so successfully hire.

How to assess candidates with tests?

When to include this step in the recruitment process?

Recruitment tests must be integrated after a first selection based on CVs and cover letters. They constitute a key step before the final maintenance face to face to validate skills and skills. For example, in a recruitment process for a managerial position, logical reasoning tests can be used before a professional situation.

For a position requiring a strong customer interaction, personality tests, such as MBTI or Big Five, can be carried out to determine whether the candidate has suitable personality traits, such as extraversion and relational ease. This allows you to quickly assess whether the profile corresponds to corporate culture.

In technical environments, psychotechnical tests, such as digital reasoning assessments, are often used to filter candidates before technical interviews. For example, a candidate for a financial analyst position can be subject to rapid calculation or data analysis tests to demonstrate their cognitive capacities.

Professional scenarios are particularly useful for roles where soft skills have priority, as a project manager position. For example, a scenario test could consist in developing a plan to solve a fictitious team problem or manage a simulated crisis meeting.

A linguistic test can be added to validate the mastery of a foreign language. Thus, a written or oral test in English could be decisive to choose a candidate for a position requiring international interactions.

What about the candidate's consent with regard to the personality test?

The consent of candidates is essential to respect the GDPR. It is crucial to inform them about the objective of the tests, their duration, and the use of the data. For example, a candidate must understand that psychometric tests are used to better understand his soft skills and his adequacy to the position, without negative impact on his candidacy.

How to choose a recruitment test?

What is a “good” recruitment test?

A good recruitment test must be adapted to the position and the requirements of the company. He must also have a high predictive validity, that is to say being able to predict the candidate's future performance. For example, a test like the Papi can be ideal for assessing the candidate's personality and his ability to integrate into a specific environment.

What are the advantages of psychotechnical tests?

Psychotechnical tests make it possible to assess cognitive capacities reliably. They offer an objective analysis and help to compare several candidates fairly. For example, a logical reasoning test can be used for positions requiring a large analytical capacity.

Centralize all your candidate tests on a single platform

With Marvin recruit, you can automate and centralize all your recruitment tests. Our digital platform simplifies data management and guarantees an optimal candidate experience. Easily integrate psychometric tests, situations, and much more. Also discover our solutions for the candidate pool and the calculation of the transformation rate.

Our tool also generates personalized reports to analyze the performance of candidates. These reports include comparative tables and graphics to facilitate decision -making. Thanks to an intuitive interface, recruiters can quickly access all the data necessary to select the best profile.

FAQ: Your questions about recruitment tests

• What are the 7 stages of recruitment?

  The key steps are: definition of needs, drafting and dissemination of the offer, preselection of CVs, initial interview, evaluation via tests, final interview, and decision -making. Each step can include tools such as recruitment tests to guarantee a structured process.

• How to prepare to go through recruitment tests?

  Applicants can prepare by practicing psychotechnical tests, by revising their technical skills, or by simulating professional situations. Understanding the expectations of the position and familiarizing yourself with tools such as the MBTI test can also be beneficial.

• How does an assessment center work?

  A assessment center is a method that combines several tools, such as psychometric tests, scenarios, and face to face. It makes it possible to assess the skills and personality of candidates in a structured framework.

• What is the main objective of the Assessment Center?

  The objective is to provide an objective and complete assessment of candidates' skills and personality traits. This allows recruiters to make informed decisions for positions to be filled.

• How to succeed in a assessment center test?

  To succeed, it is crucial to prepare for psychotechnical tests, to understand the expectations of professional scenarios, and to adopt a proactive attitude during the face to face interviews.

• Assessment Center: advantages and disadvantages

  The advantages include a complete and objective assessment, but it can be expensive and time -consuming. The drawbacks reside in the need for significant logistical preparation.

• Assessment Center and Urssaf

  It is important that companies comply with the rules of compliance, including legal and social obligations, to avoid any problem with URSSAF when organizing a assessment Center.